How to add a job by describing it or with the full form, what each field controls, and how the job connects to campaigns.
3 min readIn this video you'll add a job for a client by hand. It's one form.
Start from the client, here Northgate Analytics, and click Add job. The job form opens with Northgate already chosen.
Fill in the role: the title, Analytics Engineer, the location, and whether it's full-time, and permanent or contract.
The pay range and your fee are optional, but add them now if you know them: the offer and the placement use them later. Click Create job. The job is open, in your Jobs list and on Northgate's page.
Only have a few lines about the role? Click Describe it instead, write the role in plain words, and click Draft the job.
You check what it read before the job is created.
And when you have the full job description, start from Campaigns: New job from a description reads it, asks what's unclear, and sets up a campaign for the job. That has its own video.
Next: starting a campaign from a job description.
A job tells PlacementFlow what kind of candidate you're looking for. It shapes the screening questions, gives submissions their context, and is what your campaigns work toward. You can add one in two ways: describe it in plain words, or fill in the full form.
Describe the role in plain words and the AI pulls out the structure.
Senior product designer in Chicago, 5+ years experience,
marketplace background preferred, $120-140k. Must have
strong prototyping and design-systems experience.
Use the full form when you want precise control over every field:
| Field | What It Controls |
|---|---|
| Job Title | The role name used in screening and targeting |
| Client | Which company you're filling for |
| Location | City or region, a strong signal for targeting |
| Employment Type | Full-time, part-time, contract, temporary, or internship |
| Job Type | Permanent or Contract |
| Min/Max Salary | Sets candidate expectations against the role |
| Hourly Rate | For contract roles, the target rate |
| Urgency | Low, medium, or high, which affects prioritisation |
Location is one of the strongest signals. "Chicago" describes a very different candidate pool than "Remote US" or "Austin, TX", so be specific.
Seniority (read from your description or inferred from the title) shapes who fits. "Senior" and "5+ years" together rule out entry- and mid-level profiles.
Select a client and the job is a vacancy fill: you're sourcing for a specific open role. Skip the client (allowed when you describe it) and it's a talent-pool job: building a bench of qualified candidates for future roles, casting a wider net.
The job and the campaign do different work:
Nothing sources or sends just because you added a job. Outreach starts only when you start a campaign.
Once the job exists, create a campaign to start cold sourcing. Its Qualifier and Screening steps hold the role's must-knows and screening questions.